一种实时内核任务调度机制的设计

根据MCS51系列单片机的内部RAM特点,介绍了一种只利用其内部RAM的多任务调度机理.详细分析了任务切换时的堆栈变化,并给出了具体的设计例程.     

经验、任务性质与审计判断质量

审计过程中,审计判断是最为重要的因素,其质量高低直接影响着审计质量。经验作为影响审计判断质量的一个重要因素一直备受关注。本文采用实验研究方法,以我国会计师事务所的审计人员为被试,以判断的共识、稳定性和自我洞察力三个指标作为审计判断质量的衡量标准,检验经验对两类不同性质任务判断质量的影响。实验结果表明,在作为一般任务的内部控制风险评估中,有经验审计人员和缺乏经验审计人员在稳定性和自我洞察力方面不存在显著差异,但有经验者的共识显著高于后者;而在作为高级任务的分析程序风险评估中,有经验的审计人员的共识和稳定性均显著高于缺乏经验者,但两者在自我洞察力方面没有明显差异。     

It’s not all about language ability: motivational cultural intelligence matters in call center performance

This study focuses on the role of motivational cultural intelligence (CQ) in call center performance. Call centers mainly rely on verbal communication with language ability playing a significant role in delivery of tasks. This study argues that motivational CQ, or the interest and efficacy when interacting with individuals from culturally diverse backgrounds, plays a significant role in call center performance. This study was conducted in the Philippines, one of the top destinations for offshore services like call centers. Studies were conducted at two time points to determine the relationship between language ability, motivational CQ, and task performance. At Time 1, the language ability of 125 call center agent applicants was determined and assessed. At Time 2 which was conducted six months later, performance data were obtained and the level of the motivational CQ of the respondents measured. Results show that language ability is positively and significantly related to task performance. However, when motivational CQ was included, the relationship between language ability and task performance became non-significant, which conveys the full mediating role of motivational CQ in that relationship.     

高职院校工会在创建和谐校园中的作用

高职院校工会是教职工为了共同利益自愿组建的群众组织,是维护教职员工根本利益的重要维权机构,在创建和谐校园中担负着重要责任和使命.在创建和谐校园中,学校工会组织全面利用自身政治协商、民主管理、民主监督等优势,充分发挥凝聚力和向心力,组织和协调利益关系,进行服务与维权,尽早实现高职院校可持续发展战略目标.     

Firm Productivity Moderated Link Between Human Capital and Compensation: The Significance of Task‐Specific Human Capital

The human capital of a firm as manifested by employee knowledge and experience represents a key resource of a firm's capabilities. Prior empirical studies have found that firms composed of high levels of human capital experience superior firm performance. Human capital theory proposes that an individual's general or firm‐specific human capital is positively related to compensation. However, empirical studies examining firm‐specific human capital's association with higher employee compensation have been inconclusive. The current study proposes that firm‐specific human capital be categorized as task‐specific and non‐task‐specific. Employees accumulate task‐specific human capital through duties conducted in their current position. Non‐task‐specific human capital represents experiences gained in prior positions to an employee's current job within the firm. Utilizing human capital data from 38,390 employees representing 76 firms in the IT sector, this study examines the association between forms of human capital and employee compensation at different levels of firm productivity. Results show that task‐specific human capital is associated with higher employee compensation. In addition, firm productivity moderates this association.     

What a Diverse Top Management Team Means: Testing an Integrated Model

Prior research has produced inconsistent results on the relationship between top management team (TMT) diversity and firm performance. Drawing on the information–social categorization framework, this study is designed to investigate both the mechanism and the contextual factors underlying the relationship between TMT cognitive diversity and firm performance by examining them in a unified model so as to better understand how a diverse TMT works. Based on a multi‐sourced survey of top managers from 118 Chinese firms, this study finds that team interdependence and team cohesion moderate in the linkage between TMT cognitive diversity and elaboration of task‐related information. In addition, TMT's elaboration of task‐related information mediates the interactive effects of TMT cognitive diversity and team interdependence on firm performance as well as the interactive effects of TMT cognitive diversity and team cohesion on firm performance.     

The relationship of leader psychological capital and follower psychological capital,job engagement and job performance: a multilevel mediating perspective

Building on the body of positive organizational behavior research, this study examines the relationships between leader psychological capital, follower psychological capital, job engagement and job performance (task performance and contextual performance). Data were collected in three phases from multiple sources involving 60 leaders and 319 followers from a large telecom company in Taiwan. Hierarchical linear modeling results revealed that leaders' psychological capital was positively related to their job engagement through the mediation of followers' psychological capital. Furthermore, the results indicated that job engagement mediates the relationship between followers' psychological capital and their job performance (task performance and contextual performance). We discuss the implications and limitations of these findings and directions for future research.     

Centralizing Public Procurement in China: Task environment and organizational structure

This article explores current environment and practices of public procurement in China, aiming to summarize the task environment and to find a favourable organizational structure. We selected three representative procurement centres and conducted an in-depth field study on their purchasing practices. Given China's political and administrative context, we conclude that the task environment should consist of a strong Decision-Making Team, a unified supervisory agency, constituent institutions and vendors. We recommend a unified procurement centre with a functional structure as a favourable choice. The key departments of a procurement centre include Purchasing/Tendering, Contract Management and Inventory Allocation.     

Management accounting systems change and departmental performance: the influence of managerial information and task uncertainty

Despite the proliferation of new management accounting techniques amidst pressures of organizational and global change, the issue of changes in firm-wide management accounting and control systems (MACSs) has largely been ignored in the research literature. This study explores the indirect effect of MACSs change on departmental performance for a cross-sectional sample of 232 medium-sized Singaporean firms. It is hypothesized that MACSs change affects performance but not directly. Instead, this relationship is mediated by managerial-relevant information (MRI) that is impacted by MACSs change, which, in turn, enhances performance. Task uncertainty is expected to moderate the intervening linkages; specifically, the latter are anticipated to strengthen under conditions of more task variability and task difficulty and, thus, augment the indirect effect of MACSs change on performance. The results offer support for the positive indirect effect of improving departmental performance from more MRI, triggered by MACSs change. Although not large, the indirect effect is strengthened when task variability and task difficulty are high. Overall, the findings are consistent with the stated purposes of management accounting that are embedded in normative definitions, and which are relied upon to motivate the framework for analysis.     

当代国外大城市产业布局的发展特征及其重要启示

20世纪90年代以来,伴随着世界产业分工的快速发展,国际主要大城市的产业布局发生了深刻变化。本文重点分析了世界主要大城市(纽约、伦敦、巴黎等)产业布局发展的主要特征,并提出了对促进我国特大中心城市产业布局合理发展的相关重要启示。